This study aims to investigate the mediating role of employee happiness in the effect of the quality of work-life on employee intention to quit. Data were collected using a questionnaire developed regarding prior related works. It was administered to a sample consisted of 122 employees selected from four fast-food restaurants in Jordan. Data analysis was conducted using structural equation modelling via Smart-PLS3; the results revealed that the quality of life had significant direct effects on both employee happiness and employee intention to quit. The first effect was positive, while the second was negative. Employee happiness had a significant impact on employee intention to quit. Consequently, the results indicated that employee happiness played a significant mediating role in the effect of the quality of work-life on employee intention to quit. It was concluded that the quality of work-life is not enough to reduce employee intention to quit, which means that organization should pay great attention to employee happiness to ensure the positive effect of the quality of life and to reduce employee intention to quit.

As the workforce worldwide goes through a transformative shift towards remote work, this paper discusses the positive effects of this quite flexible work arrangement on team’s innovation performance (TIP) in multinational, non-governmental organizations (NGOs). Adopting cross-sectional, quantitative research design, empirical data were collected through a survey of 268 employees of multinational NGOs operating in Jordan. The collected data were, then, analyzed using structural equation modeling. The results of the analysis showed that remote work has significant, positive effects on TIP in NGOs. Of the various remote work features investigated, spatial flexibility has the highest effect. The study results contribute to the ongoing discourse on the future of the work styles and have implications for leaders, policymakers, and practitioners who seek promoting innovation in multinational NGOs.